A Practical Holistic Approach to the Demographic Challenge

1
A Practical Holistic Approach to the Demographic
Challenge

• Shervin Shahriari
• Mississauga, Ontario
• October 26 2006

2
Climate Change 2006

• Demographic Challenge
• Boomers are retiring
• Not enough millennials and new immigrants to
  replace them
• Population increase

• Short-handed Economy
• Have to do more with less
• Invest in labour saving initiatives
• Technology
• Process Improvements
• Increase productivity
• Recruit retain talent in a competitive
  landscape

3
Understanding the Challenge
210 200 190 180 170 160 150 140 130
Source Employment Policy Foundation analysis
and projections of Census/BLS and BEA data,
American Workplace Report 2002
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Short-handed economy

• Who hires who in the short-handed economy?
• Increasingly HR will market and sell the
  organizations employment brand
• New economy will be a catalyst for the better
  improved Human resources and talent management
  practices
• Speed is important as search for talent will
  become increasingly competitive

5
High Performance Workforce

• The TELUS Transformation Story

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Climate Change in 2000

• Invest in internal capabilities
• Technology
• High Performance
• New Skills

• Focus on growth
• Mergers
• Acquisitions
• New business
• National

• The landscape
• Customer expectations
• New Customers
• Competition
• Technology
• Workforce

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e.HR Roadmap
Values Established and Launched
e.Performance
LMS
Pension Statement
Job Classifications
Team Machine
Online Cert. Tracking
e.Employment Ver.
e.Succession
e.Recruitment
e.Benefits Life Bal.
360 Feedback
e.Mentoring
e.Learning
e.Shares
e.Bank
e.Lotto
e.Benefits
e.Pay Mng
e.Pay BU
2000
2001
2002
2003
2004
OEP On Line
e.Survey
Pulsecheck
e.Ethics
Equity Survey
e.Time Managers
Workforce Impact Site
e.Time Approvals
TSD
Compensation Tool Man.
myHR Website
e.Hire IBU LOA
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The TELUS Transformation Story
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The TELUS Transformation Story

• Individual changes in behaviour
• Engagement and alignment of our workforce with
  the companys strategic imperatives and values
• Enabling processes and technologies

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The TELUS Story Quantifiable Results

• 150,000 online courses resulting in a three-year,
  cumulative savings of 30 million compared to the
  cost of traditional classroom training
• 94 usage rate of online performance management
  resulting in 8 million in savings in 4 years
• Implement web based, integrated, automated
  system, including e-Recruiting, on-line directory
  and eliminating paper further savings of 8
  million over 3 years
• 46 reduction in HR staff
• HR Staff/EE Ratio improves from 1.56 to 1.96
  over 4 years

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TELUS Sample HR Key Performance Indicators (KPIs)
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Demographic Challenge

• Can we leverage from TELUS lessons learned?

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High Performance Workforce
a fully web-enabled, hosted solution to rapidly
enable develop a high performance learning
organization
performance management
development learning

• learning management system
• eLearning courses
• mentoring
• succession management

• performance management
• 360 feedback
• recognition gateway

services care
engagement

• hr consulting
• organizational change management
• Employment Brand
• custom look and feel
• support

• survey
• pulsecheck
• employee directory
• HR launchpad

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High performance workforce

• It is not
• Human Resource Management System
• Enterprise Resource Planning (e.g. SAP,
  PeopleSoft, )
• Traditional HR operations and processing
  (payroll, benefits, time attendance)

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TELUS HPWS adaptability
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Login
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TELUS HPWS
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TELUS HR awards
Thompson NETg illuminati award 2004 2005 best
leadership development program TELUS has been
awarded a Thomson NETg Illuminati Award for best
leadership development program for the last two
years running. This year included an individual
leadership award to Josh Blair, VP
Leadership. American Society for Training and
Development (ASTD) BEST Awards In 2003 2004,
TELUS was awarded the American Society for
Training and Development (ASTD) BEST Award. ASTD
recognized TELUS as having 7 capability
worldwide for learning and development in 2003,
and moved up to the 6 position in 2004. Award
of Excellence by the B.C. Human Resources
Management TELUS was awarded the 2002 Award of
Excellence by the B.C. Human Resources Management
Association. TELUS was recognized for outstanding
people practices reflecting leadership and
innovation, and delivering strategic advantage
with sustainable results. One of Canadas top 10
companies to work for by the Globe and Mails
Report on Business magazine In January 2002,
TELUS was named one of Canadas top 10 companies
to work for by the Globe and Mails Report on
Business magazine for exceptional employee
commitment, energy and expertise. Three
best-in-class awards from the National
Association for Employee Recognition (NAER) In
June 2002, TELUS received three best-in-class
awards from the National Association for Employee
Recognition (NAER) for our recognition practices
at TELUS. SkillSoft Program of the Year award
In May 2005, TELUS has once again received
international recognition for leadership and
development. TELUS is recognized internationally
for its commitment to employee development,
says Chuck Moran, president and CEO of SkillSoft,
and is leading the way by incorporating
continual learning in its culture and linking
learning strategy with corporate strategy.
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Demographic Challenge

• Employment Brand

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Employment Brand

• Focused on large companies (1.2B plus 8B
  global)
• 2005 All Stars GE, Wal-Mart, Dell, MS, Toyota,
  PG, JJ, FedEx, IBM
• Key differentiators of Most Admired Companies
• Attracting Retaining Talent
• Developing Leadership
• Driving Accountability
• Responding to Uncertainty
• Measuring Performance
• Managing Culture
• Implementing Strategy

All linked to HR
Hay Group/Fortune 2005 study The Worlds Most
Admired Companies
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A Holistic Approach for all

• Learning and growth
• Executive commitment across the corporation
• Holistic learning
• on-the-job, e.learning, classroom, mentoring,
  Leadership development
• Succession planning career pathing

• Diversity
• Diversity programs, respectful workplace, ethics

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A Holistic Approach for all

• Performance and Recognition
• Clarity of expectations via performance
  management
• Performance-based pay career advancement
• Recognition programs

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Understanding the Challenge
source Steven Shepard, TELUS Senior Leadership
Forum 2004
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Boomers

• driven
• Meaningful work through to and beyond
  protirement
• Continuous learning
• Full-time or part-time work (Contract)
• Wellness

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Gen X

• self-reliant
• Personally meaningful work
• Continuous learning me inc.
• Web tools - Online resources and content
• Flexible benefits choices personal control
• balanced
• Telework, connectivity tools
• Wellness and life balance oriented benefits

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Millennials

• looking for meaning
• Meaningful work
• Trainee programs, continuous learning,
  advancement

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Millennials

• Oblivious to authority
• Easy access to information / web-enabled
  environment
• Collaboration tools
• Peer networking
• Good for all
• Community involvement
• Social responsibility
• Diversity, respect, ethics

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Summary

• Demographic Challenge is real
• Need a marketing approach for HR
• Invest in your employment brand
• High Performance Workforce practices e.tools
• Be aware of the unique generational needs

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Thank You

• Shervin Shahriari
• High Performance Workforce Solutions
• shervin.shahriari_at_telus.com

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Understanding the Challenge
source Statistics Canada (medium growth forecast)